Human Resources Management Report: CIPD and Ulrich Models Comparison

This report delves into the core aspects of Human Resource Management, focusing on the CIPD profession map and the competencies associated with it. The report critically evaluates various human behaviors within the HRM context, including decisive thinkers, role models, skilled influencers, an...Read More

HUMAN RESOURCES
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
1) Critical evaluation of human behaviours of CIPD profession map...................................1
2) Evaluation of differences between competencies drawn by Ulrich and CIPD..................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is a method of managing manpower in an organisation.
This system plays a very important role in any of the firm, as it helps in enhancing productivity
and performance of employees. HRM concept is basically a tool to make employees’ work in
most effective and appropriate manner (Armstrong and Taylor, 2014). Considering firm's
policies workforce are managed. This inculcate many aspects such as analysis of job,
recruitment, planning needs of employees, staffing them right job.
In this report with the help of CIPD profession map, human behaviour will be discussed
to understand its importance for the human resource professionals. Also difference between core
competencies identified by Ulrich and CIPD will be describe to know the best method that can
be used to develop employee's skills and knowledge.
TASK1
1) Critical evaluation of human behaviours of CIPD profession map.
CIPD is an association that are made for human resource management. It is an acronym
which stands for Chartered institution of personnel and development. It is situated in London,
England. Basically, it incorporates 10 areas of professionals, 8 areas of behaviours also there are
several bands that are related to these two elements, professionals and behaviours.
The 10 professionals are- Strategy and solutions, organisation design, organisation
development, learning and talent planning; performance and reward, employee relations, service
delivery and information, leading human resources, resourcing and talent planning; employee
engagement (Baron, 2011). These are the professional areas upon which intense work is
performed so as to enhance skills and knowledge of human resource.
The 8 behaviours include, skilled thinkers, personally credible, decisive thinkers, courage
to challenge, role model, curious, collaborative and driven to deliver. To understand the
behavioural pattern, it is very essential to know different ways human resources behave at their
working places. There are few patterns of behaviours as follow which will help knowing
effectiveness of employee's performance-
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(Source: https://www.cipd.co.uk/learn/career/profession-map)
1)Decisive thinkers
According to CIPD 2016, these are the people who have capability, capacity and a
behavioural pattern through which one will be able to show a better attitude to others. In this
behaviour, one can adapt the new situation in most effective and quick manner. These people use
to grasp information, data and impart knowledge from them in a very systematic and structure
manner. With help of imparted skills and information they make several recommendations and at
the end they will prepare defend-able decisions. These are very necessary aspect that must be
present in an individual as because this behavioural pattern will help one to sustain in an
organisation. As per Boxall and Purcell 2011, this will also help them in working more efficient
and appropriate. The organisation will also get benefits HR professionals with this behavioural
pattern will take appropriate decisions for employees and for companies’ growth and
development.
Benefits of decisive thinkers.
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CIPD professions map

 Innovative ideas- As view point of Regan 2015, at times of crucial situation innovater
thinkers plays a vital role as they will bring out new ideas and views which can help in
managing complex circumstances. Basic intuition does not make any suppositions, and
utilizing the procedure of basic speculation in the working environment evacuates the
enticement to promptly group each issue under something that has occurred previously. It
strengths representatives and administrators to look past traditional arrangements and
search for new thoughts that can help to productively address issues.
 Fosters teamwork- The whole working environment can get included in the basic
intuition handle. The more individuals that are included, the more arrangements your
organization will think of. Basic speculation practices advance working environment
resistance and can be utilized as a major aspect of differences preparing.
 Save time- The HR professional are very prompt reactors so in any of the critical state
they respond very quickly decision are made on less times hence they help in saving time. Enhanced communication- The leaders with this behaviour will assist their employees to
communicate in appropriate manner, this will lead in motivating employees and will help
in enhancing performances of employees.
2)Role model
According to Brewster and Hegewisch 2017, role model people are the one whom others
use to follow, there are such people in organisation whom employees follows and wish to
become like them. These people performs their work in most effective manner that draw
attention of others. These people have the sense of their own values and they perform their
actions within their stated boundaries. They are practising activities as per the set standards and
norms of a firm. They are very needed people in a company as because they expect perfection in
their work and in an organisation, it is very essential. They deal with personal data in a
professional manner with their limited space and boundaries.
Benefits of Role model
 Confidence leadership- According to Zwilling 2017, these type of HR professionals are
very much positive towards their work. They are very confident for what they do, role
model people are very calm in nature and plays a very effective role of a leader in an
organisation.
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 Respect and concern for others- Role model people are very much humble and courteous
as they respect others and speaks in very polite manner. They use to respect all no matter
what the profile other is holding. This is the reason why one is said to be as a role model.
These characteristics will attract other to be like them.
 Admit mistakes- As being a person, mistakes are done by anyone as no one is perfect in
this world. Role model people use to admit their mistake, one should have the courage to
admit those mistakes (Brewster and Hegewisch, 2017). These people have those guts to
reveal that they have performed something wrong, this is the reason why they are said to
be as role models. Motivate others- A role model person will influence others as they make themfeel proud
what all that they have done in their life. Employees get motivated with their attitude and
behaviour and they start following them in their work. this will help a firm as being a
leader with such quality will influence and enhance employee's productivity.
3)Skilled influencer
As asserted by Clutterbuck 2014, skilled influencers are those people who are having the
ability to influence others and to make others get motivated to do a particular task or to make
several commitments towards their jobs and allotted tasks. Leaders will make several strategies
and plans with which employees can be motivated. These people carry out their activities and
operations practical manner. They are capable enough to influence employees so as to get
support from the stakeholders of an organisation. They always seeks how to influence others
concerning about culture, norms and rules of firm and political aspects of a company. As to
pursuit employees and their followers these behavioural people uses logical techniques, so that
employees get influenced and could be able to perform more appropriate and effective way to
attain organisation as well as individual aims and objectives.
Benefits of Skilled influencer
 Communication- These leaders use effective tools and techniques so that appropriately
messages and informations can be conveyed to employees and related people. Its is very
essential to communicate several aspects this will lead in attaining proper work. With
help of skilled influencer plans and work that are planned by top management can be
made done by employees.
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 Persuasion methods- Logical aspects are used by skilled influencer. With several
analytical tools these leaders make their employees do each and every work in desirable
manner. These are people who are very effectively pursuing its employees to have
dedication towards their work (Hardingham, 2017). Motivator- The leaders with these behavioural styles are very motivating, they are self-
motivated and try to influence and motivates other so that they can be able to perform
their operations and allotted tasks and work in most efficient and proper ways.
Motivation is an important aspect that is very much required in a firm so these leaders
will help in carrying out all the activities in appropriate manner. This will lead in
attaining organisation set standards and goals.
4)Curious thinkers
As per Harrison 2011, these people are very much curious about each and every aspects
of a business. They want to know crux of every action that has to be performed. It become very
essential for them to know what is the exact reason behind the cause or the situation that took
place. The people in organisation having these types of behavioural pattern will search many
things and points through which they can be able to impart knowledge and information related to
several aspects. With the inherited skills and knowledge they will create new things for firm
which is very helpful for an organisation as it can make new strategies to compete in market.
These leaders are very much focused for their future, they are very open minded, they also add
value to firm with various innovative ideas and thoughts.
Benefits of Curious thinkers
 Active mind- Mind of these people become very active as because they use to seek for
new things. As people here are very much curious about new things they seek various
aspects. This is very helpful in making the mind active, they can make very effective
plans and strategies for the betterment of organisation and they also motivate employees
to perform more appropriately.
 Learning as fun- Learning for these leaders are like fun, they never panic and get afraid.
They use learn new things in a fun manner. They do not take much stress, with enjoyment
they use to search and impart knowledge. They are very much enthusiastic for their
learning so with effective and entertaining manner they use to learn. This will help
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company in introducing new and innovative things in their products and services as they
are very innovative.
2) Evaluation of differences between competencies drawn by Ulrich and CIPD.
CIPD and Ulrich are HR professional models which are very essential for firm to
consider as because it is helpful in managing the employees who are working there. As they are
the asset of a company, it becomes very essential to manage them. It will help in attaining
organisational goals and objectives in an appropriate manner.
Ulrich model is basically used to organise and manage the functions of manpower of a
company. In big organisation or in large scale sector these types of models are used as this help
in managing each and every employee of every department. (Hendry, 2012). This model focuses
upon promulgate and to develop new policies which will support and organisation and
employees in more effective and appropriate manner.
(Source: Kryscynski and Ulrich, 2015)
Strategic positioner
Strategic positioner are the people who iare capable and has the ability to impart external
trends of market into business operations and activities (Jiang and et.al, 2012). These are very
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Ulrich model

necessary for a firm. These people play a very important role in firm as they guide management
to effectively carry out all the performance and will also help in competing with its competitors.
Culture and change champion
It is very essential for human resources leader to create an effective and appropriate
culture for the employees so that they can adapt them and can be able to perform in an effective
manner. The leaders are very much creative hence they use to design new changes for the
company.
Human capital curator
These are the people who use to develop and create several strategies so that talents and
skills can be imparted in employees. This is an approach which is very helpful in motivating and
improving performances of the employees. The leaders here are very innovative and are very
appropriately looking for growth of the business in future (Vahanian and et.al, 2012).
Ulrich model CIPD
 This is an HR model which is used by
organisation so that they can identify
the professional human resource
leaders in an organisation (Raghu and
et. al, 2011). This will help firm to
attaining organisational goals in
effective manner as these leaders will
help in functioning properly. With its
help, an appropriate culture can be
created so that employees could be able
to adapt them and can perform in
manner firm is in need of.
 This is a model which is very helpful in
knowing the behaviour of people. This
will help firm to manage manpower of
an organisation according to them. This
is very essential for company to
understand the behaving pattern of
employees as because they are very
rationale to understand. If it can be
studied properly then there are chances
where company can make employees
do the work as per firm's need
concerning behaviour of employees.
(Sequeira and et.al, 2016).
CONCLUSION
From the above report, the reader can be able to know about the human resource
management, by this individual can know about the behavioural pattern with help of CIPD
professional map model, there are few behaviours that has been discussed such as decisive
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thinker, skilled influencer and role model. Decisive thinker helps in analysing and understanding
the data and to gather the information quickly, skilled influencer uses to show their ability so that
they can be able to get the required support from the stakeholders. Company can use Ulrich
model so that they can manage their work along with human resources with this firms targets can
be achieved. Professional map can be adopted which will assist in making appropriate path for
top level management of a company so that all activities as well and employees can be managed
and deliver best products and services to their consumers in competitive market. Managers and
employees have to utilize appropriate and relevant resources which will aid in doing best
operational activities so that they can reap goals and objectives.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Baron, A., 2011. Measuring human capital. Strategic HR Review. 10(2). pp.30-35.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Clutterbuck, D., 2014. Everyone needs a mentor. Kogan Page Publishers.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hardingham, A., 2017. The coach's coach: Personal development for personal developers.
Kogan Page Publishers.
Harrison, R., 2011. Learning and development. Development and Learning in Organizations: An
International Journal. 26(1).
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Raghu, G and et. al., 2011. An official ATS/ERS/JRS/ALAT statement: idiopathic pulmonary
fibrosis: evidence-based guidelines for diagnosis and management. American journal of
respiratory and critical care medicine. 183(6). pp.788-824.
Sequeira, A. F. and et. al., 2016. T7 endonuclease I mediates error correction in artificial Gene
synthesis. Molecular biotechnology. 58(8-9). pp.573-584.
Vahanian, A. and et. al., 2012. Guidelines on the management of valvular heart disease (version
2012). European heart journal. 33(19). pp.2451-2496.
Online
Zwilling, M., 2017. The Seven Traits of a Role Model. [Online] Available through:
<https://www.caycon.com/blog/2010/10/seven-actions-of-a-true-role-model-
entrepreneur>. [Accessed on 18th July 2017].
Competency study: Is HR on the ball?.2017. [Online] Available through:
<http://www.hrmagazine.co.uk/article-details/competency-study-is-hr-on-the-ball>.
[Accessed on 18th July 2017].
Kadie Regan. 6 Benefits of Critical Thinking. 2015. [Online]. Available through:
<http://learn.filtered.com/blog/6-benefits-of-critical-thinking>. [Accessed on 18th July
2017].
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